AI, Inclusion, and the Workplace

Posted in 2023

In today's fast-paced and ever-evolving workplace, promoting inclusivity has become a key concern for employers, employees, and governments alike. Disabled individuals, particularly, face significant barriers in accessing and participating in the workforce, despite having the skills and qualifications necessary to perform their jobs. These people face a range of challenges in the workplace, such as lack of accessibility, discrimination, and stigma. Many workplaces are not designed to be accessible for people with disabilities, which can create physical and logistical challenges. Artificial intelligence (AI) and automation have the potential to play a significant role in promoting such inclusivity in the workplace. The purpose of this research paper is to explore the topic of disabled inclusivity in the workplace specifically and the role of AI in promoting inclusivity. The research will address the following questions: How assistive AI and technology can promote inclusivity in the workplace? What are the potential biases that can occur with AI and technology and how can they be addressed? What policy recommendations can be made for employees, employers, and governments to prepare for the future of work in light of the role of AI and technology in promoting inclusivity? Overall, this paper talks about the importance of inclusivity in the workplace and the role that AI and technology can play in promoting it.

As per the data provided by the Centers for Disease Control and Prevention (CDC), one in every four adults, equivalent to 25% of the population, experiences a physical, emotional, or cognitive disability. Despite the challenges they face, many disabled individuals are highly skilled and can make significant contributions to various industries. Examples include Stephen Hawking, who had a motor neuron disorder, and who made great breakthroughs in Science. Inclusive design involves taking into account the requirements of all users throughout the entire process of creating a product or service. By adopting an inclusive or human-centred design approach, individuals with disabilities are seen as people with unique lived experiences, just like any other user. “The challenge doesn’t lie with them. It lies with systems that aren’t built with inclusivity and access in mind.” This is a very different perspective and in fact, a correct one in terms of how these group people represent 25% of the population and their voices and requirements should be heard. From physical environments to online applications such as a website to even Virtual Realities can be designed to be made more accessible. Inclusivity in the workplace means creating an environment where people with disabilities are provided equal access to opportunities, benefits, and services. A workplace where people feel welcome and comfortable and where they are seen, valued and appreciated for their contributions

However, many workplaces are not designed to be accessible for people with disabilities, which can create physical and logistical challenges. For instance, some challenges could include inaccessible restrooms or workstations, and insufficient lighting or visual impairments that are not taken into account in the design of the workplace. Individuals with mobility challenges may struggle with the lack of wheelchair accessibility or the absence of appropriate ramps or elevators, while those with mental or neurodivergent conditions such as ADHD or depression may require specific accommodations, such as quiet workspaces or flexible schedules. In the digital world, many apps and websites are poorly designed, not accounting for people with visual disabilities such as colour blindness or learning disabilities like dyslexia. Discrimination and stigma can also impact job opportunities and work relationships, limiting the potential for career advancement. For example, unconscious bias in hiring practices or negative attitudes towards accommodations for disabled employees may prevent them from reaching their full potential.

Artificial Intelligence and assistive technology have the potential to revolutionize the lives of individuals with disabilities by enabling them to perform everyday tasks with greater ease and independence, improving inclusivity for such people in the workplace. Through speech and voice recognition, visual perception, predictive text functionality, and decision-making, AI can help individuals with disabilities get around and participate in daily activities.

AI-powered tools can assist individuals with mobility challenges to navigate public spaces, such as using a wheelchair, by providing real-time navigation assistance and identifying accessible entrances and exits. assistive technology such as screen readers and voice recognition software can provide disabled individuals with the tools necessary to complete their work tasks effectively. AI-powered tools can also help to automate tasks, reducing the need for manual labour and physical exertion, which can be challenging for some disabled individuals. Moreover, AI can enhance physical accessibility by enabling individuals with disabilities to control home appliances and devices through voice commands or other forms of communication, making it possible for them to live independently. Next, Ai assistive tools are helping neurodivergent individuals to better absorb and process information. For example, Salesforce has created an AI that uses abstraction to summarize long bodies of text, which is helpful for people who may become overwhelmed by large volumes of information. This technology has the potential to not only improve accessibility in education but also in the workplace by creating new job opportunities for neurodivergent individuals. Companies are recognizing the unique skill sets of neurodivergent individuals, which include a strong aptitude for technology, data analysis, pattern recognition, and information processing. These qualities make them highly desirable candidates for jobs that require such skills, which are mainly tech-related jobs. AI-driven apps and tools can also assist neurodivergent individuals in their learning endeavours by helping them form connections between language and reality and absorb large amounts of information without becoming overwhelmed. Many websites these days include several modes such as colour-blind friendly modes including dark and light themes and dyslexic modes which include changes in typefaces and font sizes making them accessible.

The lockdown during the covid 19 pandemic is a great example of how remote work is possible. Remote work is beneficial for disabled people and is something the disability rights movement demanded years before Covid. During the pandemic, individuals with disabilities experienced a surge in employment opportunities after historically being marginalized and excluded from the workforce. This proves that this was always possible but society wasn’t willing to adapt or be accommodative. When struck by unprecedented situations, not only do we adapt but even create newer and better innovations. Virtual connectivity apps like Zoom, Skype, Slack, and Microsoft T eams have enabled people to connect and have meetings without being physically present in the same location, using video calls, messaging, and collaboration tools. For disabled people, these apps have been a game-changer, providing a level of accessibility that was previously unavailable. For example, individuals who have difficulty with mobility or transportation can now participate in meetings and work from home, allowing them to focus on their work without worrying about the challenges of commuting. Additionally, individuals who have hearing or visual impairments can use closed captioning and screen readers to participate fully in virtual meetings and collaborations. Moreover, remote work allows for a more flexible work schedule, which can be beneficial for individuals with disabilities who may need to manage their health or caregiving responsibilities. This flexibility can also allow them to work when they are most productive, rather than being constrained by a traditional 9-5 workday. These apps have also made it easier for employers to provide accommodations for their disabled employees. For example, an employer can use video conferencing to provide Sign Language interpretation or other accommodations during meetings. Overall, the pandemic has shown that remote work and virtual connectivity apps can create a more inclusive workspace for people with disabilities, allowing them to participate fully in the workforce and contribute their talents and skills to the workplace.

However, AI can be a risk too. According to a global survey of risk managers, 58% of them see AI as the most significant potential cause of unintended consequences over the next two years8 . The risk of AI creating or worsening existing barriers to employment or engagement at work is real, along with the associated risk of liability. 78% of executives believe their organizations can leverage AI to address barriers to including persons with disabilities over the next three years but several issues must be addressed to ensure that AI positively impacts people with disabilities.

One of these issues is the lack of disability representation in data sets, which remains a critical source of bias. Machine learning algorithms and other forms of artificial intelligence can be incredibly powerful tools for creating assistive technology, but they are only as unbiased as the data they are trained on. If the data used to develop assistive technology is biased in any way, then the technology itself can also be biased. This can have serious implications for people with disabilities who rely on this technology to perform essential tasks in the workplace. When assistive technology is designed without consultation from people with disabilities, it can result in tools that are not truly effective or useful for the intended users. This is because people with disabilities have unique needs and experiences that need to be taken into account to create truly inclusive and effective tools. Next, the lack of inclusive design principles in place to support "human + machine" collaboration can pose risks as it is essential for developing fair and unbiased AI solutions.

Privacy is another significant ethical consideration surrounding AI in the workplace. With AI systems, data is constantly being collected, analyzed, and utilized to improve the system's accuracy and effectiveness. However, this can lead to concerns over employee privacy, as personal data such as health information, performance evaluations, and other sensitive information may be collected without their knowledge or consent. It is essential to establish clear guidelines and protocols for data collection, usage, and storage to ensure that employees' privacy rights are protected. Another ethical concern is data security. With the increasing amount of data collected and utilized by AI systems, the risk of data breaches and cyber-attacks increases as well. It is critical to implement adequate security measures to protect against these threats and ensure that sensitive data is not compromised.

Moreover, the cost and access of the tools is an important factor. Assistive technology can be expensive, which can make it difficult for some people with disabilities to access the tools they need to fully participate in the workplace. T echnologies vary on the economic background and what is available in a developed country might not be possible in a third-world country. Additionally, not all workplaces may be willing or able to provide the necessary accommodations for their employees, which can create barriers to employment for people with disabilities.

It is vital to foster a positive culture of safe self-disclosure to achieve responsible and ethical AI, as many people with disabilities can successfully conceal their disabilities at work. Ultimately, to ensure that AI positively impacts people with disabilities, employers must adopt guiding principles such as R(AI) and S (Responsible, Accessible, Inclusive, and Secure) and assess the potential consequences of AI deployment on every part of the employment experience, including the hiring process, life at work, and employee evaluations. The policy recommendations for employees, employers, and governments to prepare for the future of work in light of the role of AI and technology in promoting inclusivity include several key actions. First, providing training and education for employees and employers on the use and benefits of assistive AI and technology in the workplace, as well as how to identify and address potential biases. Second, encouraging and incentivizing the adoption of inclusive design practices and the use of diverse and representative data sets in AI development. Governments and workplaces must implement regulations and guidelines that ensure the accessibility and inclusivity of AI-powered products and services, such as websites, mobile apps, and other digital platforms. It is essential to promote partnerships between governments, employers, and disability advocacy groups to support the development and implementation of assistive AI and technology in the workplace. Next, creating policies that require companies to report on the accessibility and inclusivity of their AI-powered products and services, as well as their efforts to address potential biases.

The COVID-19 pandemic has highlighted the benefits of remote work and virtual connectivity apps like Zoom and Slack, allowing individuals with disabilities to experience a surge in employment opportunities after historically being marginalized and excluded from the workforce. By incorporating automation into assistive technology, workplaces can reduce physical and cognitive barriers, provide tailored support, and increase accessibility and efficiency. Embracing inclusive design and leveraging the power of technology can better support the needs of employees, improve productivity and satisfaction, and create a more diverse and inclusive environment. However, it is important to be aware of potential issues with assistive technology, such as bias and accessibility barriers, and to involve people with disabilities in the development process to create truly inclusive workplaces. Addressing issues of cost and access is also crucial to ensure that all employees have the tools they need to succeed.